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HR consulting and outsourcing firms · Lead generation

Tell the founder with a deadline apart from the caller who wants a job.

Lead generation for an HR consultancy is getting the right enquiry to arrive and qualifying it before a consultant spends an hour on it. GullySales sets up an intake that asks headcount first, a separate path for job seekers, and a follow-up on every proposal that has gone quiet.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

Realistic editorial illustration of hr consulting and outsourcing firms at work in India

What lead generation means

Lead generation is the combined work of every channel that brings in a new enquiry, whether from search, adverts, referrals or a stall at an exhibition. GullySales runs these channels together and reports the number of enquiries each one produced, not the activity behind it.

Also for HR consulting and outsourcing firms

Sales and marketing for HR consulting and outsourcing firms, the overview.

Last updated 5 Oct 2026.

For HR consulting and outsourcing firms

Where it usually goes wrong, and what we would do.

  • “Your number rings for two different reasons”

    People looking for work call a firm with recruitment on its website all day long. The founder with a payroll problem is somewhere in that queue, and she does not wait.

  • “Headcount is the first question, not budget”

    The number on the payroll decides which registrations apply, how large the job is and whether it is one task or a monthly retainer.

  • “The one-off job is where the retainer starts”

    A founder who calls about a single registration will let you see everything else that was never done. That conversation belongs in the same week, not after the invoice.

  • “A referral from an accountant arrives with no context”

    You get a forwarded number and a first name. Whoever rings has to open by saying who sent them and what the accountant has already told the founder.

What we do

What we deliver for HR consulting and outsourcing firms.

Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.

  1. An intake that opens with headcount

    A short set of questions on employees, existing registrations, who runs payroll today and what has gone wrong, asked before a consultant is booked.

    Result: The first call starts with the facts instead of gathering them.

  2. One path for candidates, another for employers

    A careers page with its own number and a standing reply that points there, so the sales line carries buyers.

    Result: A founder ringing at lunchtime gets through.

  3. A written scope note out the same day

    What you will do, what the client's team must supply and how the fee is worked out, sent while the problem is still urgent.

    Result: The founder has something to forward before she cools off.

  4. A ledger of referrals from accountants and company secretaries

    Every introduction logged with who sent it, who called, what happened and whether the sender was told the outcome.

    Result: The accountant who referred once refers again.

  5. Follow-up dates on every open proposal

    A named owner and a next date against each scope you have sent, replacing the habit of waiting to be called.

    Result: A proposal gets an answer rather than going quiet.

  6. Enquiries, proposals and signings counted

    A single monthly figure for each, by source and by service, measured against the baseline taken before work starts.

    Result: You know which source is worth another hour.

How the result is measured

  • Enquiries generated
  • Cost per enquiry
  • Enquiries by source

Recorded as a baseline before work starts, so every later report has an honest comparison.

Read the full demand and lead generation page

Where enquiries come from

The places an HR consultancy's enquiries arrive, and what to record at each.

Website form from an employer
Record the company, the headcount, the locations and the service wanted. Ask whether it has PF and ESI registrations, and book a consultant only after those answers.
LinkedIn message from an owner or HR head
Note the person, the company and what prompted the message. Reply with one question on headcount, then move to a call.
Referral from a chartered accountant or lawyer
Write the referrer, the client and the problem. An accountant usually knows who has payroll or compliance trouble, so thank the referrer with the outcome.
Compliance deadline call
When a company calls because a return or notice is due, record the notice, the date and what the owner has done. Offer a review of the notice before a retainer.
Existing client asking for a new service
Record the client, the service and the headcount affected. A client who asks for recruitment after payroll has trusted you, so assign an owner and a date for the proposal.
Job seeker contacting the same line
Send job seekers to the candidate page and log them separately. Keep them out of the employer count, so the numbers show real employer enquiries.

Who it is for

This is written for these HR consulting and outsourcing firms.

  • HR outsourcing firms for small businesses
  • Recruitment and staffing consultancies
  • Payroll processing and compliance firms
  • HR compliance and labour law advisory firms
  • Talent management and HR technology consultants
  • Startup-focused HR advisory firms
  • Contract and gig workforce management firms
  • Executive search and leadership hiring firms

Not for

It is not the right fit if.

  • You want a guaranteed Google ranking or a guaranteed number of leads. Nobody honest can promise either.
  • You need enquiries by next week and have nobody to answer them.
  • You want posts and reach reported, not enquiries and orders.

How it works

From your first message to the first report.

No open-ended retainer. Every step gives you something in writing.

  1. First

    Your brief

    You tell us what you need in a few short steps: your business, what you want, where enquiries come from and how they are handled.

  2. After the brief

    A conversation and a written scope

    We read it, then talk with whoever handles your enquiries. If you want our help, the scope, the fee and the reporting come in writing, and nothing starts before you have read them.

  3. Before work starts

    Baseline recorded

    Enquiries by source, reply time, conversion and cost per order, written down so every later report has an honest comparison.

  4. After the baseline

    The first fix goes live

    The fix we agreed to start with is put in place and measured against the baseline, whether that is reply time, a follow-up sequence, the page buyers land on or the handover between marketing and sales.

  5. As agreed

    Report against the baseline

    What moved, what did not, and what changes next, in plain words. How often you get it is set in writing before work starts.

  6. At renewal

    Renew on the numbers

    The term ends and you decide whether to continue from the results. The length is agreed in writing before anything starts.

How the lead generation work runs

  1. 1

    Understand your capacity

    We agree how many enquiries your sales team can actually handle well, so the system is not built to overwhelm it.

  2. 2

    Audit current sources

    We check what already brings in enquiries today, even informally, before adding anything new.

  3. 3

    Strategise the channel mix

    Content, search and paid channels are chosen based on where your buyers already look.

  4. 4

    Implement capture and follow-up

    Pages, forms and a follow-up process are built and connected end to end.

  5. 5

    Measure and optimise

    We track enquiry volume and quality and adjust the channel mix to match.

Why us

Why owners pick GullySales over an agency.

  • Marketing and sales, as one job

    Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.

  • The person on the first call does the work

    No account managers in between. You are never handed to someone you have not met.

  • A baseline before anything starts

    Your numbers are written down on day one, so every later report compares against something honest.

  • The fee in writing, split three ways

    Our time, your media spend and production on separate lines. You always see what goes to us.

  • No guarantees we cannot keep

    The term is agreed in writing and never a default twelve months. We never promise a ranking or a lead count, because nobody controls those.

  • One office, and we say so

    Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.

#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.

Your brief

Tell us what you need, and we will read it before we call.

Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.

Tell us what you needor call +91 80958 58589

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
How do we stop job seekers clogging the enquiry line?
Give them somewhere to go. A careers page with its own number, and a standing reply that points there, takes most of them off the sales line. Handle the rest politely in one message, because some are next year's placements.
Most of our work comes by referral. Do we need any of this?
Referrals still have to be answered and recorded, and at present yours are not. A list of who referred what, who called and what happened is the difference between a warm name and a lost one. We start by counting them.
A company asks for recruitment but has no job description. Do we start?
Ask for the role, the reporting line, the salary range and the must-have skills first, and help write the description if they have none. Record the version agreed. A search without a clear role wastes both sides' time and ends in a dispute.
How do we record a proposal that the owner says they will discuss with a partner?
Write the partner's name and the date of the discussion, and ask whether you can answer questions in that meeting. Follow up after that date. A proposal with no named decision-maker is usually stalled, and the record shows it.
How soon would we see more enquiries?
Fixing reply time and problem-led content helps quickly, since a founder is already searching for that exact gap. Ranking for a search such as payroll outsourcing in your city takes several months.
Do we need to advertise?
Clearer content and a faster reply cost nothing in media and answer the search a founder is already making. Advertising helps for a specific service push, such as payroll compliance ahead of a filing season.
How much does it cost?
There is no price list, because the work differs by business. The fee is scoped after we have read your brief and spoken to you, and put in writing before anything starts, split into our time, your media spend and production.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever this work touches, such as your website, your accounts or your enquiry record, and time with the people who handle your enquiries.

From the blog

Further reading for HR consulting and outsourcing firms.

All articles

More for HR consulting and outsourcing firms

Everything else we would do for you.

Or start from the overview: sales and marketing for HR consulting and outsourcing firms.

Your next practical step

Tell us what you are trying to grow, and we will read it before we call.

Eight short steps, mostly taps. Skip anything you would rather answer on the call.

Tell us what you need